HR Recruiter

Talent Acquisition Specialist / HR Recruiter (Tech + Non-Tech) : 3–5 Years

Location:

technical

End-to-end recruitment

• Intake & calibration with hiring managers; finalise JD, success profile, interview plan, and scorecards.
• Manage lifecycle: sourcing → screening → interviews → feedback → offers → pre-joining engagement.
• Build always-on pipelines for priority roles; maintain warm talent communities.

Sourcing & outreach

• Direct sourcing via LinkedIn, GitHub/Stack, job boards, referrals, communities, campuses.
• Create tailored outreach (personalised InMails, emails) with strong value prop and next steps.
• Talent mapping & competitor research; maintain pipeline health dashboards.

Assessment & candidate experience

• Run structured screens; probe skills, impact, motivation, comp fit, and level.
• Orchestrate panel interviews and tasks; ensure timely, evidence-based debriefs.
• Provide a consistent, respectful candidate experience; close the loop with all applicants.

Offer design & close

• Partner with finance/HR on compensation bands; prepare offers aligned to policy.
• Run fair, data-driven negotiations; drive

  offer-accept

  improvements.

Tools, data & process

• Use

  ATS/HRIS

  and

  AI tools

  (ChatGPT/Claude/Copilot) for sourcing, message drafts, rubric creation, and reporting—always human-reviewed.
• Track SLAs & KPIs:

  time-to-slate

  ,

  time-to-fill

  ,

  screen pass %

  ,

  onsite→offer %

  ,

  offer-accept %

  ,

  source quality

  .
• Continually improve templates, interview rubrics, and employer-brand touchpoints.

HR ops support (as needed)

• Onboarding coordination, documentation, HRIS hygiene; support culture initiatives.
  

• 3–5 years

  in Talent Acquisition/Recruitment with full-cycle ownership.
• Proven

  direct sourcing

  across

  tech & non-tech

  roles; comfort engaging passive talent.
• Hands-on with

  ATS

  (e.g., Lever/Greenhouse/Zoho/Workable), LinkedIn Recruiter, job portals.

• AI-savvy

  : practical use of AI for search strings, brief drafting, interview question banks, and summary notes—

  with human QA

  .
• Excellent written & verbal communication; strong stakeholder management; high integrity.
  

• Startup or product-led recruiting experience; campus program exposure.
• Basic HR ops (onboarding, letters, HRIS data), and employer branding chops (LinkedIn company page, content briefs).
• Familiarity with compensation bands, parity checks, and structured interviewing.
  

• Predictable hiring cadence with

  time-to-fill within SLA

  for top roles.
• Healthy pipelines for priority functions;

  offer-accept % trending up

  .
• Clean data in ATS, weekly dashboards to leadership, and improved candidate NPS.
  

• Sourcing:

  LinkedIn Recruiter, Naukri/Indeed, GitHub/Stack, referrals & communities

• ATS/HRIS:

  Lever/Greenhouse/Zoho/Workable (or equivalent)

• Collab & docs:

  Google Workspace, Notion/Confluence, Sheets dashboards

• AI:

  ChatGPT/Claude/Copilot for drafts/research/rubrics (with review)

• Ops:

  Calendly, Slack, Zoom/Meet

career@adgrid.ai

“Talent Acquisition Specialist (3–5 yrs) — <Your Name>”

• Resume (PDF) + LinkedIn profile
• 5–7 bullets on roles you’ve closed (function, level, avg time-to-fill, source mix)
• One sample: outreach message or interview rubric you’ve created (optional)

Equal Opportunity

We welcome applicants from all backgrounds and are committed to a fair, inclusive, and accessible hiring process.